Action 4.3B Provide training and support to line managers regarding their responsibilities in supporting new disabled employees.

Guidance

In instances where all line managers have not been trained on including disabled employees in the workplace as per Action 3.2C, it’s important to provide training and development to the manager of an incoming employee who has shared accessibility needs and given permission to share this information with their manager.

Training should equip managers with skills to communicate effectively with disabled employees and manage performance flexibly (separating performance from disability). This includes covering communication strategies that are accessible and inclusive, such as using clear and simple language, being mindful of different communication styles, and providing information in various formats. This approach helps to ensure that all employees, including disabled staff members, can fully participate in team activities and communications. Managers should be made aware of employee rights and learn how to create a team culture which is respectful of difference.

“Learn how to have open dialogue with disabled employees, routinely check in, and inform yourself about how to support disabled employees”.

WIDE Consultation Participant – Disabled Person

If a needs assessment has been conducted as part of pre-employment checks (see Action 4.3A), training and development can be tailored to explore awareness of specific disability of the employee and the supports and communication approaches which have been identified to provide them with a platform for success.

Depending on the size and scope of the organisation, training and development might involve providing self-directed training resources and guidance, whereas medium to large organisations should provide deeper training and development in the area.

Note that grants are available to NGOs and private businesses through the Work and Access Fund (see Resources) to cover the majority of costs related to disability-inclusion training drives.

By providing training and support in these areas, your organisation can empower line managers to effectively support new disabled employees, fostering an inclusive and supportive workplace culture and setting the employee up for success.

“Carrying out disability awareness training is a great idea and supports existing employees to share any challenges that they have.”

WIDE Consultation Participant – Disabled Person